Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a teacher assistant. Find the right words with quality phrases.

A teacher assistant assists teachers in achieving learning outcomes stipulated in a classroom set up. He/she works hand in hand with the students and the teachers to ensure that there is a seamless and beneficial interaction between the two parties.

Other specific responsibilities for this position include reinforcing lessons taught by teachers in the classroom. In one-on-one basis with the students, they review the materials and explain the complex concepts. In addition, he/she is responsible for enforcing school and class rules, to make sure students exhibit the best behavior. Lastly, they assist teachers in record keeping, lesson planning, and overall supervision of the students.

Employee Performance Review Sample

Employee's Name: Title:
Review Period: __/__/__ to __/__/__ Employee SSN:
Work Location: Supervisor's Name:

Instructions

  1. Rating: Rate the employee against the core skills based on how well he/she demonstrates each skill. Give scores 1, 2, or 3 for each rating depending on the employee's performance.
  2. Comments: Use this area to give examples of employee's performance phrases. The phrases should describe how well an employee has performed on previously set goals based on the given core skill.
  3. Summary: Use this section to give a summary of the employee's strengths and areas for improvement or development. Recommend a step increase for an employee who has met the expectations and performance improvement plans for one who doesn't meet expectations.
  4. Human Resources Review: Human resources manager must examine and indicate whether he/she concurs with the evaluation and comments. If the manager agrees, then he/she must sign the evaluation form. If he/she doesn't concur, then he/she must provide reasons explaining why this is so.
  5. Signatures: Sign the evaluation form and give it to the employee to go through and answer the Self Evaluation Questions. Ask him/her to sign and date the evaluation form before giving it back to the human resources for filing.

Rating Meaning

The employee fails to perform the most important aspects of the job satisfactorily. Requires close guidance to carry out routine jobs. He/she needs significant improvement in all areas. Meetings should be held between the employee and the supervisor to discuss performance deficiencies.

1

Employee routinely meets and exceeds expectations in all areas of responsibility. Produces high-quality work that at times exceeds expectations. Consistently meets the most critical annual goals. Occasionally produces timely and accurate results.

2

The employee consistently and significantly exceeds the communicated expectations by producing exceptionally high-quality work. He/she demonstrates exceptional knowledge of his/her duties and is highly recognized by others as an authority in his/her area of work.

3

Supervisor's Feedback

Skill

Comments

Rating

MULTI-TASKING: Multi-Tasking allows one to juggle and perform more than one task at a time without losing track of what you are working on or dropping the ball.

Waits until one is already in the middle of a task to decide what else one needs to accomplish

Does not ask for help or advice from colleagues when one is stuck thus wastes valuable time trying to figure things out

1

COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others.

Tries to keep one's emotions reigned in even when there are serious disagreements between collaborators

Makes sure own goals determine the activities one chooses; avoids wasting time with activities just because they are fun

2

ASSERTIVENESS: Assertiveness is the inclination to stand up for your rights or other people's rights in a calm and concrete way without being aggressive or accepting a wrong.

Finds it hard to initiate and maintain comfortable relationships with colleagues at work

Discourages other employees from openly voicing their views, ideas, and feelings

1

ATTENTION TO DETAIL: Attention to Detail is the capacity to achieve a thoroughness and accuracy when accomplishing a task.

Does not ask for a project's feedback from colleagues before handing it in

Is too tolerant of errors and always falls short of the mark in terms of accuracy and quality

1

COMMITMENT TO THE JOB: Commitment to the Job is the feeling of responsibility that a person has towards a mission and goals of an organization.

Shows eagerness to promote the company's products and services to customers in order to make the customers feel part of the company's long-term success

Trains and takes online courses in order to improve one's own skills in a way that best serves the company

2

PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others.

Takes ownership of personal or team performance and helps team members to achieve their goals or improve their performance

Lives the company's values and consistently maintains one's ethical principles even in the most challenging situations

2

PERSONAL DRIVE: Personal Drive is a combination of desire and energy in its simplest form directed at achieving a goal in whatever you have set your heart to accomplish.

Does not show respect and courtesy to team members, customers, and external agencies

Shows unwillingness to contribute suggestions that help solve company problems or conflicts among employees and team members

1

PERSONAL RELATIONSHIPS: Personal Relationships is the relationship between individuals who have or have had a continuing relationship of any nature either professional or informal.

Engages in inappropriate relationships or presents an unprofessional side of oneself when connecting with colleagues on social media

Jumps into the issues or matters of other employees in order to "spread the fire" but not to rescue them

1

PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery.

Provides too much information, which only gets people confused and makes them think that one is trying to blind them

Imposes one's own views instead of listening to what others have in mind and coming up with an agreement

1

USING COMMON SENSE: Using Common Sense is the ability to see what is missing in a situation or a project and supplying it without necessarily being assigned or asked to do it.

Jumps into a new situation assuming that one knows just what to do and ends up making terrible mistakes

Does not know how to anticipate problems thus panics when faced with challenges on the way to accomplishing own goals

1

Self Evaluation

Self Evaluation Question

Employee Comments

MULTI-TASKING:

What system do you use to keep track of multiple projects? How has this helped you meet deadlines?

What is the most difficult multi-tasking experience you have ever had? What did you do and what was the outcome?

[employee comments]
COLLABORATING WITH OTHERS:

Have you been rewarded in the past for successfully empowering a group of people in achieving a goal? If yes, what was the reward?

Is there a time when you have had to work with a team that did not get along? What did you do?

[employee comments]
ASSERTIVENESS:

Can you describe a situation where you were able to strengthen a relation with a colleague by using effective communication?

Can you think of an occasion when you have had to motivate and boost the morale of your colleagues?

[employee comments]
ATTENTION TO DETAIL:

Is there a time you identified an error that had been overlooked by a colleague? What did you do to fix it?

Have you ever needed to persuade your supervisor or someone above you that they had made a mistake? How did the situation turn out?

[employee comments]
COMMITMENT TO THE JOB:

Are there times you have come in early or stayed late in order to meet a deadline?

Can you describe a situation where you had to be very persistent or dedicated in order to achieve goals?

[employee comments]
PERSONAL ACCOUNTABILITY:

Can you describe a time when you were asked to handle a tough problem which challenged your personal accountability? What was the outcome?

Can you think of a time when you have motivated yourself to finish unpleasant tasks? What steps did you take?

[employee comments]
PERSONAL DRIVE:

Describe how you demonstrate personal drive at work. What have you done to improve your personal drive?

How do you ensure that your personal drive level is high on a daily basis?

[employee comments]
PERSONAL RELATIONSHIPS:

Describe a time when you were successful in building a relationship with a difficult person at work. How did you go about it?

How do you make sure to keep the existing relationships with other employees and customers strong every single day?

[employee comments]
PERSUADING OTHERS:

Is there a time when you have had to persuade a group of managers to accept your proposal or idea? How did you go about it?

Describe the most difficult persuasion exercise you have conducted. What made it difficult and how did you go about it?

[employee comments]
USING COMMON SENSE:

How do you help other employees use common sense at work? When is the last time this happened?

How do you go about making decisions? How do you calculate your next action when solving a problem?

[employee comments]

Summary

Sections 1-4: To be completed by the supervisor

Section 5: To be completed by the employee

1. Exceeds Job Related Expectations

2. Areas to improve

3. Goals completed since last performance feedback

4. Goals for next period

5. Employee comments

Signatures

I acknowledge that I discussed this performance feedback with my supervisor. My signature does not mean that I agree or disagree with this appraisal.
Employee: Date:
Supervisor: Date:
Human Resources: Date:

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